Employee Notices

The following notices are provided to both current and prospective employees.

A copy of the California State University, Northridge Annual Crime Awareness & Security Report (ASR), and Fire Safety Report (Clery) is available and can be obtained by contacting the Department of Police Services (DPS) at (818) 677-3224 or by accessing the Department of Police Services website. The report includes statistics for the previous three years concerning crimes that occurred on campus, in certain off-campus buildings or property owned or controlled by the University, and on public property within or immediately adjacent to the campus. The report also includes institutional policies concerning campus security, alcohol and drug use, crime prevention, reporting of crimes, sexual assault, fire safety, and other matters.

California Child Abuse and Neglect Reporting Act - CANRA

The California Child Abuse and Neglect Reporting Act, California Penal Code §§ 11164-11174.3 ("CANRA" or the "Act"), identifies certain groups of employees as "Mandated Reporters" of child abuse and also imposes various obligations on and extends certain protections to those Mandated Reporters as well as their employers. As a covered employer, the California State University (CSU) is required to comply with the Act.

Apart from the legal obligations the Act imposes, it is the policy of the California State University to require all Management Personnel Plan employees and all volunteers, and to strongly encourage all other members of the CSU community who are not designated under the Act, to report child abuse and neglect occurring on CSU premises or at an official activity of, or program conducted by, the CSU.a

Drug Free Workplace Policy

It is the policy of California State University, Northridge to maintain a workplace free of illegal drugs. California State University, Northridge employees and students are expected to comply with campus rules and regulations which are contained in the Facilities Use Manual which expressly prohibit the unlawful manufacture, use, sale, purchase, transfer or possession of dangerous drugs or narcotics, as those terms are used in federal statutes. This includes marijuana, cocaine, heroin and morphine, as well as barbiturates and amphetamines. In addition, campus regulations contained in the Facilities Use Manual prohibit employees and students from being under the influence of alcohol and/or any legal or illegal drug while engaged in work on or off campus. Legally prescribed medications which do not adversely affect theemployee’s or student’s work ability, job performance, or the safety of that individual or others, are an exception to this policy

Electronic Information Privacy

California State University Northridge’s Office of Human Resources website may track IP address information to improve functionality and content, and to monitor the site’s performance. Data is used to provide answers to specific questions about the usage and performance of the website or individual web pages. At no time is IP address data shared with parties external to the University.

Some pages within the Office of Human Resources website require personal information in order to provide online services, including applying for employment with the University. Personal information is gathered and stored in a secure manner to prevent monitoring or interception. The Office of Human Resources and its designated online service providers do not share personal information with third parties.

Employment Eligibility

The University will conduct interviews, reference checks, fingerprinting and other selection activities for the purpose of determining an applicant's qualifications. All offers of employment to new employees are contingent upon presentation of documents demonstrating the appointee's identity and work authorization consistent with the provisions of the Immigration Reform and Control Act.

Equal Opportunity Employment

California State University, Northridge is an Affirmative Action/Equal Opportunity Employer. We consider qualified applicants for employment without regard to race, color, religion, national origin, age, gender, gender identity/expression, sexual orientation, genetic information, medical condition, marital status, veteran status, or disability. Applicants who wish to request an accommodation for a disability may contact the Office of Equity and Diversity at (818) 677-2077.

In accordance with Title 5 of the California Code of Regulations (Section 42740), full-time MPP and Executive Employees are required to disclose all outside employment for the identification of and to preclude any conflict of commitment.

1. Definition of Outside Employment:

For the context of this policy, outside employment refers to any employment not compensated through the CSU payroll, including CSU foundation and CSU auxiliary employment. Volunteer work does not apply to this policy.

2. Disclosure Requirements:

MPP and Executive employees are expected to report any and all outside work for which the employees are being compensated. In addition, requests for written disclosure may also be made when the appropriate administrator deems it necessary to ascertain that the employee’s outside employment does not conflict with normal work assignments or satisfactory performance.

In the event that an administrator requests the disclosure of outside employment from a current employee, the written disclosure is to be provided to the administrator within 10 days.

3. Reporting Requirements:

At the Time of hire or Appointment — Prospective MPP and Executive employees must disclose all current outside employment as a precondition of hire.

Annually – All MPP and Executive employees must submit an annual disclosure by July 15 of each year, reporting on outside employment held the previous calendar year (January 1 through December 31).

Within 30 Days of Accepting Outside Employment – Employees must advise their supervisor of the outside employment opportunity within 30 days of accepting any outside employment.

Upon Request – Employees shall provide any requested information within 10 days of an appropriate administrator's request.

Pay Transparency Nondiscrimination Provision

As a Federal Contractor, CSUN will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

If you have any questions regarding this matter, please feel free to contact Employee Relations at (818) 677-6566.

Reasonable Accommodation

If you require a disability accommodation pertaining to the application process, please contact Recruitment Services at applications@csun.edu.

CSUN engages in the interactive process, a good-faith, ongoing dialogue with employees, to determine if a reasonable accommodation would enable the employee to perform the essential functions of the job safely and fully.